Competency Category:

15.7 – Work with Clients to Build a Professional Network

Purpose & Context

Career Development Professionals (CDPs) increase client visibility to employers, recruiters, and other contacts by helping clients develop a professional network to generate career development opportunities.

Effective Performance

Competent career development professionals must be able to:

  • P1. Assess client’s current network:
    • List current contacts
    • Analyze quality of contacts, e.g. relevance of experience, level of influence
    • Identify gaps
    • Formulate strategies to grow network, e.g. professional associations, past co-workers/supervisors, colleagues,
      social contacts
  • P2. Plan development of an online presence, for example:
    • Select online technology tools aligned with client’s needs and technical competence, for example:
      • Social networking sites, e.g. LinkedIn, Twitter, Facebook, Instagram
      • Social media tools, e.g. lead generation, analytics, content curation, news filtering
      • Employment information websites, e.g. potential employers, recruiters and search firms, job boards, industry
        bodies
    • Design social networking account, as appropriate, for example:
      • Create a profile, e.g. contact information, headshot, credentials
      • Set confidentiality and privacy settings
    • Explain how to establish relationships online, for example:
      • Reach out to target market, e.g. industry, company, job
      • Accept invitations of valuable individuals
      • Connect with existing contacts, e.g. former colleagues
      • Comment on posts
      • Join groups of interest
      • Respond promptly to messages
    • Explain the potential impact of personal posts on reputation and employment prospects
    • Explain how to use online tools to achieve in-person meetings, for example:
      • Identify events and activities online, e.g. Meetup, Facebook
      • Arrange in-person meetings with online connections
  • P3. Formulate strategy to connect with others in-person, for example:
    • Conduct research about people and organizations of interest before reaching out
    • List topic areas about self, the person and the industry to address when meeting in person, e.g. career
      goals, key challenges, relevant experience, career path
  • P4. Select techniques to establish relationships, for example:
    • Join a networking group
    • Join a professional association
    • Meet with recruiters
    • Attend conferences, industry events, trade shows
    • Meet with potential employers to find out about career paths
  • P5. Explain importance of keeping in touch, e.g. send congratulations on accomplishments, meet for coffee, share
    information

Knowledge & Understanding

Competent career development professionals must know and understand:

  • K1. Networking best practices
  • K2. Social networking sites e.g. LinkedIn, Twitter, Facebook, Instagram
  • K3. Social media tools, e.g. lead generation, analytics, content curation, news filtering
  • K4. Employment information websites, e.g. potential employers, recruiters and search firms, job boards, industry bodies

Contextual Variables

Competent career development professionals must be able to perform this competency in the following range of contexts:

Communicating in a professional manner online is essential to prevent reputational damage, e.g. client with weak writing skills, posting inappropriate content.

CDPs must be aware of advances related to online social networking and associated sites in order to give clients current work search and career development support.

Clients may require additional support or resources, e.g. computer access, technological guidance, adaptive equipment.

Glossary & Key References

Terms

Industry-specific terms contained in the standard defined here, where applicable.

Social networking: process of conducting research and connecting with others over the internet.

Social media: internet tools, resources, and websites that clients can use to develop an online presence.

Information Sources and Resources for Consideration

Graham, Sharon. The Canadian Employment Strategist 2020 Edition: Certified Employment Strategist Study Guide. 3rd edition. Career Professionals of Canada, Milton, Ontario, 2020

Context Rating Scales

Criticality

Q: What is the consequence of a professional being unable to perform this skill according to the standard?

Minimal risk: SOMEWHAT CRITICAL

Frequency

Q: How frequent and under what conditions is this skill performed?

Routinely, regular course of procedure

Level of Difficulty

Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?

Moderate difficulty or complexity

Time Required to Gain Proficiency

Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?

A competent career development professional requires a minimum of one year of experience with at least 40 different clients, representing a broad range of individuals.

Autonomy

Practitioners typically perform this competency without supervision, and alone.

Automation

It is somewhat likely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials

None

Career Development Professional Centre

Help us cultivate a community we all enjoy by reviewing and following the Code of Conduct.  

Our Purpose  

Thank you for being a part of the online CDPC social learning community. To ensure that all members have the best possible experience, we have a few ground rules that we ask everyone to adhere to. This code of conduct applies equally to every person in the community and is intended to foster an online space that is inclusive, safe, and welcoming to all. 

Community Rules 

Be welcoming 

We strive to be a community that welcomes and supports people of all backgrounds and identities. We aim to create and facilitate a community that promotes excellence and innovation in career and workforce development. Please extend respect to all members; we all come from different backgrounds and levels of knowledge and there is no such thing as a stupid question. 

Be respectful 

We won’t all agree all the time, but when we disagree don’t let those disagreements turn into personal attacks. A community where people feel uncomfortable or threatened will not be a productive one. Instead, when having discussions in the online community, create productive conversations around the content being presented, not the person behind the content. Any post that is determined to be “hate speech” towards any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation.  

Hate Speech could include and is not limited to:  

  • Violent threats or language directed against another person 
  • Discriminatory jokes, language, or materials 
  • Defamatory or abusive language or materials 
  • Profane or illegal materials 
  • Advocating for, or encouraging, any of the above behavior 

A good rule of thumb is to never post anything that you wouldn’t be comfortable with the world seeing or that you wouldn’t want anyone knowing came from you. We ask that you keep in mind the focus of this community, which is building excellence and innovation in career and workforce development for all individuals.  

Be considerate of the purpose of the community 

This community will be focused on building excellence and discussing innovation in the career and workforce development field. The goal of this community is to communicate goals, challenges, constructive feedback, and questions in relation to career and workforce development. The community should be a place for continued learning and development as well as a place to discuss the future of our field (solicitation without written consent by the Project or Advisory team, is strictly prohibited). Any post that is determined to be soliciting any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation. 

Post your discussions or documents in the most appropriate group or topic 

Make reasonable efforts to ensure that posts and materials are allocated to the appropriate group or topic. This will prevent cluttering the community and make it easier for everyone to find the information that they are seeking. Individuals who do this repeatedly will be contacted by one of the group admins and asked to follow these guidelines.  

Privacy and Release of Information  

CDPC-CEDC will not release your information to any third-party agencies.  

Group Admins 

There are four group admins who are available to you. Below are their names and their spoken language. 

Heather Powell | Anglophone 

Gabrielle St-Cyr | Francophone/Anglophone 

Florence Desrochers | Francophone/Anglophone

Muriel Andoblé-Yao | Francophone

Thank you and welcome to the CDPC Community!